Small Business. How To Avoid & Major Staff Selection Traps

By: Leon Noone Click author's name for more of his/her articles

What you hear from staff selection "experts" and read in recruitment article and books doesn't fit any more. It's time to challenge these conventional wisdoms. You'll find some different ideas here.

1. Written Applications Are Essential Don't ask for written. applications. These days professional resume writers or consultants write written applications instead of applicants. Even if they're not, they are of limited value. The written application always presents the applicant in the best possible light. That's reasonable for the applicant. It's unreasonable for you. Get applicants to phone you. You ask the questions so that you discover what you want to know not what they want to tell you.

2. Face To Face Interviews Are A Good First Step. The face to face interview is not the entitlement of any applicant. You should only grant a face to face interview to those people who satisfy you of their suitability in a phone interview.

3. Insist On Written References. I've been involved, one way or another, in staff selection for over 40 years. I've yet to see a written reference that didn't extol the competence and positive personal qualities of the applicant. Don't make the mistake that written references will help you make sound selection decisions.

4. Accept What Applicants. Tell You Few applicants try to deliberately mislead you. But all want to impress you. Ask to sight evidence of qualifications. Test, test, test. If candidates say they can do something, don't take their word for it. Get them to do it.

5. Always Ask "What if?" Questions. Never ask a question starting with "What if?" You're inviting speculation, hyperbole and intellectual grandstanding. Instead, ask "What experience have you had with?" Use a situation or problem common in your vacant job. If the candidate's had experience ask what they did, how they handled it and what was the result. If they haven't, move on.

6. Past Experience Is Very Important. Your job is to decide what candidates will achieve for you, in your company, in the future. Work towards obtaining as much information about that as you can. Most applicants are comfortable relating their past successes. That's of limited value to you except as an indication of competence. Concentrate on asking about the future and the results they'll achieve for you.

7. Experience Is More Than "Culture Fit". The most well qualified, experienced applicant will be of little use to you if he or she doesn't "fit". If they're uncomfortable with the way your company operates they won't perform at their best. To explore "culture fit" with the applicant prepare questions about your culture so that you can examine their response.

Conclusion. Staff selection is a difficult enough business without being hidebound by conventions which don't help you make a sound decision. Perhaps a different approach will help you from being trapped by those conventions,

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About The Author: If you've enjoyed this article, you might like to read my FREE, 42 page Special Report, "5 Proven Methods For Improving Employee Performance On The Job". It's yours to keep. You'll also get a free bonus eBook about setting Performance Standards for employees. Just go to www.leonnoone.com and they're yours. I work with small-medium business managers to improve on job staff performance without using training.